Today’s political climate is driving more conversation than ever in and out of the workplace. Daily, we are bombarded with news regarding current events, access to information, and social media; employees on all sides of the political spectrum are fired up, and discussion in the workplace is inevitable. Without proper discussion ahead of time, political discussions in the workplace can become heated and spiral out of control, resulting in a loss of respect, communication, and teamwork. For this reason, HR Leaders need to remain neutral in these discussions.
But why is staying neutral important?
As trusted authority figures, HR leaders hold significant influence in the workplace. Employees highly respect their words and actions, often turning to them for advice, problem resolution, and career guidance. When HR leaders express personal political opinions, they risk isolating themselves from a segment of employees with differing views. By remaining neutral, HR leaders can build and maintain the level of trust that is crucial for their leadership success.
Polarization: HR leaders in working environments should remain supportive and free of judgment, allowing co-workers to realize their full potential without feeling threatened or marginalized for their political views. It’s much more difficult to effectively lead HR initiatives when some employees experience fundamental political disagreements with the HR head. Discussing and promoting personal political views creates an environment where employees with opposing views feel polarized and even perceived as marginalized by the HR leader.
HR leadership aims to be an effective business partner by providing HR solutions that enhance business results through improved teamwork and employee engagement. While discussing public policy and its impact on the organization is acceptable, introducing personal political opinions in the work setting can be disruptive. This disruption can negatively affect employee engagement and fulfillment, derail critical business objectives, and discourage employee involvement.